Multi-State AI Hiring Compliance in 2026
If you hire remotely across the US, one AI screening tool can now be regulated by several jurisdictions at once. Here is the 2026 landscape.
| State | Law | Effective | Core requirement |
|---|---|---|---|
| New York City | Local Law 144 | July 2023 | Annual independent bias audit + posted public summary + 10-day candidate notice |
| Illinois | HB 3773 | Jan 2026 | Notice of AI use + nondiscrimination liability |
| California | ADMT (CCPA regs) | 2027 (scheduled) | Pre-use risk assessments + notice + opt-out |
Why this matters
LL144's audit requirement is unique — no other state yet mandates the specific statistical audit NYC does. But Illinois adds disclosure duties for the same tool, and California's ADMT rules will add risk assessments on top. An employer using one ATS across all three states faces three different paper trails.
The pragmatic path
The statistical analysis is the common denominator: if you already compute selection rates and impact ratios for NYC, the same data supports Illinois disclosure and California's future assessments. ComplyLens reports include an Illinois notice section in multi-state packages, so one data upload covers more than one obligation.